The HR Manager role is a dynamic and pivotal position within our organization, designed to bridge strategic objectives and operational efficiency across our diverse business portfolio. Reporting directly to the Management Representative or a senior member of the TG Group of Companies, this role demands a balance of strategic insight and hands-on operational management.
The HR Manager will be instrumental in developing and implementing comprehensive HR strategies, overseeing talent management, and driving digital transformation in HR practices. Central to this role is the ability to effectively lead and mentor teams across our Singapore and Malaysia offices, ensuring alignment with the company's growth objectives and fostering a culture of excellence and innovation within the HR department.
1. Strategic HR Leadership and Business Alignment:
* Formulate HR strategies in line with overall business strategy, including developing a C&B framework that aligns staff contribution with reward, fostering a performance-based culture.
* Align HR initiatives with the group's strategic direction, ensuring adaptability to diverse business needs.
* Regularly review and adapt HR strategies to ensure alignment with evolving business goals.
2. Operational Coordination with Malaysia Office:
* Supervise payroll processing, ensuring accuracy, compliance, and efficiency.
* Manage the initial stages of talent acquisition, coordinating with the Malaysia office to meet diverse manpower needs promptly.
* Streamline administrative HR functions, aiming for increased operational efficiency and effectiveness.
3. Talent Management and Workforce Development:
* Oversee comprehensive recruitment processes, focusing on sourcing the best talent for various roles, considering the unique requirements of different business units.
* Develop and manage employee career development programs, including identifying and addressing skill gaps.
* Implement and oversee a robust performance management system, driving high performance and aligning with organizational objectives.
4. Digital Transformation in HR:
* Lead the transition to digital HR processes, focusing on creating automated and efficient workflows.
* Implement advanced HRIS for data management, enhancing reporting and decision-making capabilities.
* Emphasize the development of digital tools to improve employee engagement and internal communication.
5. Compliance and International HR Management:
* Ensure HR practices comply with legal standards across different regions.
* Tackle international HR challenges, managing cultural differences and legal compliance in various countries.
* Regularly audit HR practices to maintain compliance and effectiveness.
6. Leadership and Team Development:
* Provide strong leadership to HR teams, setting clear goals and monitoring performance against KPIs.
* Foster a culture of continuous learning, professional development, and teamwork.
* Actively involve in day-to-day HR operations to understand and serve company-wide people needs better.
Attributes:
1. Strategic Thinking: Ability to develop and implement HR strategies aligned with business goals.
2. Leadership: Strong leadership skills to inspire and guide the HR team.
3. Communication: Excellent communication abilities for effective team and stakeholder management.
4. Problem-Solving: Skill in addressing HR challenges creatively and effectively.
5. Cultural Competence: Ability to manage a diverse workforce, understanding different cultural dynamics.
6. Adaptability: Flexibility to respond to changing business needs and HR practices.
7. Technical Expertise: Proficiency in HR systems and technologies, especially in digitization and automation.
8. Analytical Skills: Capacity to use data-driven approaches in decision-making.
